The New HR – Culture is King!
Predict – Candidate Performance & Intangible $ROI – Emotional Intelligence
Leadership – Select the Best – Performance Management – Retention – Organisation Design &
Development – Culture and Change – Corporate Governance – Coaching – Career Transition
The lamentable fact is over 40% of people employed are dissatisfied with their job, and will change at the first opportunity, shows that selection, promotion, or team building profiles that explain the responder’s self-perception of their own behaviour as a ‘trait’, ‘style’, or ‘type’, or “gut feel” are invalid for intangible job work i.e. where intangibles, of beliefs, values, and motivations determine a person’s, or an organisation’s thinking, ideas, communications, strategy, plans, tactics, and ability to succeed. Australia loses more than 9% of its GDP, the UK 7% GDP, and the USA 5% GDP, in poor intangible communication, control, and productivity.
- The Unique Geier Profiles identify, describe, validate and explain the intangible facts that motivate and predict a person’s performance in the specific job, reporting to the specific manager, in their specific company or organisation. Intangible facts based on measurement, and validating attitude. Attitude motivates and predicts behaviour.Attitude predicts a person’s
- future performance a job, and the employer’s Intangible $ROI in that person.
- leadership ability & emotional Intelligence
- culture ‘fit’ in the job.
- retention probability in the job
- performance management response and ability to deal with, commit to, and adopt change.
Contact MDI: for highly productive Selection, Promotion & Team Building advice and results.
- Organisation Culture of AttitudesThe Organisational culture of attitudes of beliefs, values, and motivations of any business, or organisation, sustains, forecasts, and determines its communications, vision, structure, strategy, plans, business tactics and success.Attitude is the unit measure of culture.Ultimately the customer organisation culture match to the business/organisation culture, at each organisation level, determines high performance by the business, or organisation, in the form of increased business and profit, a customer culture of attitudes of long term customer relationships, which completes the organisation culture flow cycle as it returns to Board level.Corporate Governance HR performance is measured by the “Gap”, between an organisation’s current culture of attitudes, and the culture of attitudes benchmarked for high performance. This discrepancy”Gap” forecasts, and measures an organisation’s loss in intangible $ROI in communication and control at the selected, or at all organisation levelsAccurate Organisation Culture measures are intrinsic to good HR Corporate Governance.
Contact MDI: for highly productive Organisation Culture advice and results to your problem